How to Prove the ROI of Retention Support in Your Budget Proposal
- Marii Juht
- Nov 9
- 3 min read
Let us start with a truth most companies already know, but very few actually act on:
Hiring talent is expensive.
Losing them is devastating.
Every time a talented hire leaves early, the cost does not show up in your P&L the next day. It hides in missed deadlines, burned-out teams, quiet frustration, and budgets silently leaking value.
And yet, we still see “relocation” sitting under administration in company budgets - instead of under retention investment.
That is where the problem begins.
The Cost of “Almost Staying”
Let us look at what one failed relocation really costs:
Recruitment fees: 10 000 – 15 000€
Relocation + permits: 8000 – 12 000€
Onboarding time + training: 5000 – 10 000€
Lost productivity, project delays: 20 000 – 30 000€
Team morale, rehiring, and client trust: 15 000 – 25 000€
Total: 80 000€ or more - gone.
Not because the hire was not qualified.
Not because the company lacked vision.
But because nobody thought to budget for the human side of relocation.
What the Data Tells Us
65% of international hires in Finland feel isolated at work within their first 3 months.
Companies with inclusive cultures have 22% lower turnover and are 3× more likely to perform well (Deloitte).
HR teams save up to 30 hours per relocation when logistics and integration are outsourced (Intero Data).
And every 1€ invested in integration can return 5–8€ in retained productivity and reduced turnover.
In other words, retention support is not a nice-to-have.
It is the cheapest insurance policy your company will ever buy.
The CFO-Proof Equation
Here is how to show the ROI of retention support in your next budget round with numbers your finance team will respect:
Calculate the Cost of Losing One Hire
Average salary × 3–4 = total replacement cost.
Example: 5 000 €/month × 36 months = 180 000€ loss.
Measure the HR Time Drain
30 hours per relocation × your hourly HR cost = the hidden overhead you can cut.
Compare Scenarios
ApproachAverage stayCost impactReactive support (only admin help)12–18 months1–1.5× annual salary lost in turnover costsContinuous integration support3 + yearsRetained value, up to 5× ROI through productivity and engagement.
Add a Human Story
“One senior engineer left after 7 months.
The next, with integration support, is now leading a team of five.”
That is ROI your board can feel not just read.
What to Add to Your Budget Proposal
Line item: Retention & Integration Support (0.5–1 % of salary budget)
3-month integration package including spouse and family support
Team-level cultural onboarding sessions
Quarterly retention and satisfaction reporting
This turns “relocation cost” into a measurable strategic asset.
What We See Across Our Clients
After supporting 80 + international hires and families:
+23% employee engagement
30% faster onboarding
100% positive HR & employee feedback
Spouses found work within 6 months
Teams reported stronger cohesion and empathy
And when HR feels supported, they can finally do what they are meant to do, focus on people, not paperwork.
The Real ROI Is Human
At Intero, we often say:
Relocation gets someone through the door. Integration makes them want to stay.
When you budget for that, you are not just saving money. You are shaping a company culture that people want to belong to and stay in.
If you are preparing your 2026 budget right now, we can help you calculate the retention ROI, build your internal case, and present it to leadership with data and clarity.
Book a 30-minute consultation.
Let us help you turn your budget proposal into your strongest argument for people, performance, and profit.
The people you hire are your future. The people you help to belong are your legacy.
Have a bright and happy November,
Intero's team
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